Oracle 1z0-1046-24 Dumps

The Alerts Composer in Oracle HCM Cloud is a tool for configuring informational notifications sent via email or worklist, based on predefined events.Event Alertsare triggered by specific application events, such as a new hire or promotion. The question asks about the behavior of these alerts, particularly regarding the modification of triggering criteria.

Option A: Event Alerts are triggered when a specific event occurs in the application. You cannot modify the triggering criteria for notifications.This is the correct answer. Event Alerts in Alerts Composer are based on filters delivered by Oracle, tied to specific events (e.g., employee termination, assignment change). Oracle documentation states that the triggering criteria for these alerts are predefined and cannot be modified by users, as they are linked to system events controlled by Oracle’s seeded configurations. Users can customize notification content (e.g., message text) or recipients, but the event conditions themselves are fixed to ensure system stability and consistency.

Option B: Event Alerts are triggered when a specific event occurs in the application. You can modify the frequency in which the alert is triggered by using the Run Options tab within the alert.This option is incorrect. Alerts Composer does not provide aRun Optionstab for Event Alerts, nor does it allow modification of the frequency of event-based triggers. Event Alerts are triggered immediately when the associated event occurs (e.g., a new hire record is saved). WhileScheduled Alertsallow frequency settings (e.g., daily or weekly runs), Event Alerts are event-driven, and their triggering is not controlled by a frequency setting, making this option invalid.

Option C: Event Alerts are triggered when a specific event occurs in the application. You can modify the triggering criteria for notifications by modifying the Groovy script within the specific alert.This option is incorrect. Event Alerts in Alerts Composer do not allow modification of triggering criteria via Groovy scripts. Oracle restricts customization of event triggers to maintain system integrity, and Groovy scripts are used in other contexts (e.g., for validations or calculations), not for altering Event Alert conditions. Documentation confirms that triggering criteria are Oracle-delivered and non-editable.

Why this answer?The fixed nature of Event Alert triggers ensures standardized behavior across HCMCloud implementations. Users can configure aspects like notification templates or recipients, but the core event conditions (e.g., “trigger when an employee is hired”) are locked, aligning with Oracle’s design and makingAthe correct statement.

References

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Alerts Composer: “Event Alerts are based on Oracle-delivered filters and trigger when specific events occur. You can’t modify the triggering criteria.”

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Configuring Alerts: “Event Alerts use predefined conditions; customization is limited to content and delivery options.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Alerts Enhancements: “Clarifications on Event Alerts and their fixed triggering mechanisms.”

Full Detailed In-Depth Explanation:

The "Update Assigned Journey Attributes Based on Modified Journey Template" process in Oracle HCM Cloud allows updates to assigned journeys and tasks after modifications to the underlying template. The documentation specifies that this process synchronizes only in-progress journeys/tasks (not terminal statuses like Completed or Cancelled). Key parameters include Checklist Name and Task Name, where providing a Task Name makes Checklist Name optional—not mandatory—allowing flexibility in targeting specific tasks across checklists. Parameters are displayed as IDs in the ESS Process Details dialog box. Users can specify a comma-separated list of person numbers to limit updates to specific individuals; otherwise, all open allocations are updated.

Option A incorrectly mentions "list of person names" instead of person numbers, which is not supported. Option B wrongly states that Checklist Name is mandatory with Task Name, contradicting the documentation. Option C correctly aligns with Oracle’s description: optional Checklist Name with Task Name, comma-separated person numbers, and broad synchronization if unspecified, making it the accurate choice.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, an Enterprise Onboarding Journey checklist is a structured process to guide new hires through onboarding tasks. According to the "Using Journeys" guide, an Enterprise Onboarding checklist must include at least one step, often implemented as a child checklist, to define the sequence of tasks or activities. This step-based structure allows for modularity and flexibility, enabling organizations to break down onboarding into manageable phases (e.g., pre-hire, first day). Option A (Transaction Design Studio) is a customization tool, not a requirement for the checklist itself. Option B (four or more tasks) is arbitrary and not mandated by Oracle documentation. Option C (HireRight Integration) is an optional third-party integration, not a requirement. Thus, Option D is correct as it aligns with the minimum structural requirement for anEnterprise Onboarding Journey checklist.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, Action Types categorize business processes (e.g., Hire, Terminate), while Actions are specific instances within those types (e.g., Voluntary Termination under Terminate). Understanding their relationship is key.

Option A: Correct. An Action Type (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination), allowing flexibility within a process category.

Option B: Correct. Oracle provides seeded Action Types (e.g., Hire, Transfer, Termination) as part of the base application, which can be used out-of-the-box or extended.

Option C: Incorrect. User-defined Actions can be created and linked to both seeded and custom Action Types, offering customization flexibility.

Option D: Incorrect. While you can create custom Actions, Action Types are seeded and cannot be created anew by users; they can only be extended via Actions.

Option E: Incorrect. "Termination" is an Action Type, and "Normal Termination" would be an Action under it, not the other way around.

The correct answers areAandB, as per "Implementing Global Human Resources" under Action Configuration.

Full Detailed In-Depth Explanation:

Oracle Global Human Resources Cloud provides various transfer actions to manage worker movements. The scenario involves a temporary position change with a return to the original position, and payroll/legal reporting remaining unchanged.

Option A: A Transfer is a permanent move to a new assignment or position, not suitable for a temporary scenario with a planned return.

Option B: Correct. A Temporary Assignment allows a worker to take on a new position or assignment for a fixed period, with the system retaining the original assignment for automatic reversion. Payroll and legal reporting can remain tied to the primary assignment, fitting the requirement.

Option C: Global Transfer is for permanent moves across legal employers or countries, not applicable here.

Option D: Global Temporary Assignment is for temporary international moves, not relevant for a same-entity, same-reporting scenario.

The correct answer isB, as per "Using Global Human Resources" on temporary assignments.

Full Detailed In-Depth Explanation:

The Action framework in Oracle HCM Cloud consists of Action Types, Actions, and Action Reasons:

B: True—Action Types(e.g., Promotion, Termination) are seeded by Oracle and cannot be user-defined, providing a fixed categorization structure.

D: True—Action Reasons(e.g., "Career Advancement") include seeded values but can be user-defined via Manage Action Reasons, allowing customization to meet specific needs like the missing promotion reason.

A: False—Actions (e.g., "Internal Promotion") can be user-defined and linked to seeded action types.

C: False—Action Reasons are customizable, not fully seeded.

Options B and D clarify the framework’s flexibility and constraints, helping the specialist address the issue per Oracle’s documentation.

Full Detailed In-Depth Explanation:

The "Manage Enterprise HCM Information" task sets global defaults, while "Manage Legal Entity HCM Information" allows overrides for specific legal employers.

Option A: "Initial person number" is not a field; it’s likely meant as person number generation, but the term is incorrect.

Option B: Correct. You can override:

Work day information (e.g., standard hours),

Person number generation method (e.g., manual/automatic),

Employment model (e.g., single/multiple assignments),

Position synchronization configuration (e.g., enable/disable),

Worker number generation (e.g., employee/contingent worker numbering).

Option C: "User account generation" is managed via security setup, not legal employer settings.

Option D: Misses person number generation, an overrideable field.

The correct answer isB, per "Implementing Global Human Resources" on enterprise vs. legal entity settings.

Full Detailed In-Depth Explanation:

Transaction Design Studio (TDS) customizations, such as rules for transactions, are migrated using the Configuration Set Migration tool, as per the "Implementing Global Human Resources" guide. Located in the Configuration > Migration work area, this tool allows export and import of TDS configurations between environments (e.g., test to production). Option A refers to a broader migration capability, not specific to TDS. Option B (Functional Setup Manager) is for setup data, not TDS rules. Option C is incorrect, as migration is supported. Thus, Option D is correct.

Full Detailed In-Depth Explanation:

Oracle HCM Cloud allows UI customizations via Page Composer (for page-level changes) and Transaction Design Studio (for transaction-specific rules). When conflicting changes occur—e.g., Page Composer making the location field required and Transaction Design Studio hiding it for managers—the system resolves this based on the timestamp of the last modification. The documentation states that if modifications from both tools conflict, the most recent change (based on creation or update date) takes precedence, regardless of the tool used. This ensures predictable behavior without requiring a strict hierarchy between the tools.

Option A (page error) is incorrect as the system doesn’t crash—it resolves conflicts silently. Option B (inconsistent behavior) is misleading because Oracle provides a clear resolution mechanism. Option C (TDS always overrides) and Option D (Page Composer always overrides) are incorrect because precedence isn’t tool-specific but time-based. Option E accurately reflects Oracle’s behavior: the last change applied in either tool wins, aligning with the customer’s observed UI rendering.

Full Detailed in Depth Explanation:

Oracle Workforce Predictions uses machine learning to forecast workforce trends, such as terminations and performance, based on historical data.

Option A ("Performance predictions are available for both teams and individual assignments"): True. Workforce Predictions provides performance insights at both individual and team levels, allowing managers to assess potential outcomes across assignments, as noted in the "Using Workforce Predictions" guide.

Option C ("It predicts individual voluntary termination and performance"): True. The tool specifically predicts voluntary terminations (e.g., resignations) and performance for individuals, a core feature highlighted in Oracle documentation.

Option D ("It predicts team voluntary termination and performance"): True. Predictions extend to team-level voluntary termination rates and performance trends, supporting broader workforce planning.

Option B ("Contingent Worker and Nonworker work relationships are included"): False. Workforce Predictions typically focuses on employees; contingent workers and nonworkers (e.g., contacts) are not included in standard prediction models unless explicitlyconfigured.

Option E ("It predicts team/individual involuntary termination and performance"): False. The tool emphasizes voluntary terminations, not involuntary (e.g., layoffs), as its primary predictive focus.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, position codes are unique identifiers for positions, and their automatic generation is configured at the enterprise level.

Option A: "Manage Legal Entity HCM Information" sets legal employer-specific options (e.g., worker numbers) but not position codes.

Option B: "Manage Position Synchronization" handles position-to-assignment synchronization, not code generation.

Option C: Correct. "Manage Enterprise HCM Information" allows enabling automatic position code generation across the enterprise, typically via the Position Code Generation setting.

Option D: There’s no "Manage Position Codes" task; this is a fictitious option.

Option E: "Manage Positions" is for creating/editing positions but doesn’t configure automatic code generation.

The correct answer isC, per "Implementing Global Human Resources" on enterprise setup.

Full Detailed In-Depth Explanation:

Oracle HCM Cloud allows UI customizations via Page Composer (for page-level changes) and Transaction Design Studio (for transaction-specific rules). When conflicting changes occur—e.g., Page Composer making the location field required and Transaction Design Studio hiding itfor managers—the system resolves this based on the timestamp of the last modification. The documentation states that if modifications from both tools conflict, the most recent change (based on creation or update date) takes precedence, regardless of the tool used. This ensures predictable behavior without requiring a strict hierarchy between the tools.

Option A (page error) is incorrect as the system doesn’t crash—it resolves conflicts silently. Option B (inconsistent behavior) is misleading because Oracle provides a clear resolution mechanism. Option C (TDS always overrides) and Option D (Page Composer always overrides) are incorrect because precedence isn’t tool-specific but time-based. Option E accurately reflects Oracle’s behavior: the last change applied in either tool wins, aligning with the customer’s observed UI rendering.

Full Detailed In-Depth Explanation:

Oracle HCM Cloud’s BPM Worklist allows users to setVacation Rules(also called delegation rules) under the Preferences section of their worklist notifications. The line manager can configure a rule to reroute all approval tasks to his supervisor during a specified period (e.g.,vacation dates). This is user-driven, requires no administrator intervention, and doesn’t alter underlying approval policies.

Option B (admin reassignment) is manual and unnecessary. Option C (automatic delegation) isn’t triggered by leave requests—it requires explicit setup. Option D (new policies) is overkill for a temporary absence. Option A correctly identifies the Vacation Rule as the solution, per Oracle’s workflow features.

Full Detailed In-Depth Explanation:

Reference data partitioning in Oracle Global Human Resources Cloud separates data sets to control visibility and usage across the organization. Enabled objects for partitioning are typically workforce structures shared across business units.

Option A: Enterprise and legal entity are structural, not reference data objects; position is not typically partitioned.

Option B: Correct. Department, location, jobs, and grades are reference data objects that can be partitioned using reference data sets (e.g., via Manage Reference Data Sets) to restrict access by business unit or other criteria.

Option C: Salary plans and rates are not standard partitioned objects; jobs and grades are, but the set is incomplete.

Option D: Division is not a standard partitioning object; legal entity is structural, not reference data.

The correct answer isB, as per "Implementing Global Human Resources" on reference data management.

Full Detailed In-Depth Explanation:

Checklists in Oracle Global Human Resources Cloud can be assigned to workers before their official hire date, typically during onboarding. The "Using Global Human Resources" guide under "Checklists and Onboarding" explains that for a worker to access and complete checklist tasks prior to their hire date, they must be added as a Pending Worker. A Pending Worker record requires an effective date (start date of the record) that is equal to or earlier than the current system date, allowing system access, and a future hire date (when they transition to an Employee). This setup enables pre-hire tasks, such as completing forms, to be actioned. Option A (applicant in Recruiting Cloud) doesn’t grant HCM access, and Option B (Employee withfuture hire date) doesn’t allow pre-hire task completion before the hire date is effective. Option C is precise and correct.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, creating and assigning a work schedule involves a structured process to define working hours for employees. The components include shifts (specific time blocks), work patterns (sequences of shifts), and work schedules (combinations of patterns and rules), which are then assigned via work schedule assignments.

Option A: This sequence is incorrect because it places the work pattern before the shift. A work pattern relies on predefined shifts, so the shift must be created first.

Option B: This option skips the creation of a work schedule, which is a critical step. Assigning a work pattern directly without a work schedule does not align with Oracle’s process, as the work schedule is the entity assigned to employees.

Option C: This is the correct sequence:

Create a shift: Define the specific working hours (e.g., 9 AM - 5 PM).

Create a work pattern: Combine shifts into a repeating sequence (e.g., 5 days on, 2 days off).

Create a work schedule: Define the overall schedule, including the pattern and any exceptions.

Assign the schedule through work schedule assignment: Link the schedule to employees via the Work Schedule Assignment task.This matches Oracle’s documented process for managing work schedules.

Option D: Assigning a shift directly via the Manage Employment task is not a valid method. Work schedules (not individual shifts) are assigned to employees, making this option incorrect.

The correct answer isC, as it follows the complete and logical flow outlined in Oracle’s "Using Global Human Resources" guide.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, the "effective start date" for an employee typically refers to the start date of their person record or a specific change, depending on context. Here, the question involves a name change backdated to the marriage date, and we need the effective start date displayed as of August 15, 2015.

Option A: July 11, 2015, is the date the change was requested and processed. However, the name change was applied retroactively to the marriage date, not this transaction date.

Option B: Correct. June 12, 2015, is the marriage date, and the request was to update the last name effective from that date. In Oracle HCM, when you update a person’s name with an effective date (via Manage Person or a similar task), the system records this as the effective start date of the name change. As of August 15, 2015, the system displays the name change effective from June 12, 2015, reflecting the backdated update.

Option C: January 1, 2015, is the hire date and the initial effective start date of the person record. However, the name change overrides this for the specific attribute (last name), and the question implies the effective date tied to the update.

Option D: August 15, 2015, is the "as of" date, not an effective start date for any change or the employee’s record.

The correct answer isB, as the effective start date of the name change is June 12, 2015, per "Using Global Human Resources" on managing person data with effective dating.

Full Detailed In-Depth Explanation:

Alerts Composer in Oracle HCM Cloud allows creating and managing resource alerts, such as probation period end dates. The documentation specifies security requirements: to create or modify user-defined alerts, users need the "Human Capital Management Integration Specialist" role or a custom role with the "Manage User Defined Alerts" privilege (not a generic "predefined alerts" or "user-defined alerts" privilege). However, modifying predefined (seeded) alerts specifically requires the "Manage User Defined Alerts" privilege, as predefined alerts are treated as customizable templates. Access to REST API resources is optional and only relevant if integrating alerts externally, not for basic configuration in Alerts Composer.

Option A is incorrect because it misrepresents the privilege name and REST API necessity. Option B’s "predefined alerts privilege" doesn’t exist—privileges are more specific. Option D adds an unnecessary REST API requirement. Option E is false—privileges are mandatory. Option C correctly identifies the need for a user-defined alerts privilege (aligned with "Manage User Defined Alerts") to modify predefined alerts.

Full Detailed In-Depth Explanation:

In Transaction Design Studio (TDS) for the Transfer transaction, rules can be tailored using specific criteria, as outlined in the "Implementing Global Human Resources" guide. Supported fields include Business Unit, Location, Position, Action (e.g., Transfer), and Worker Type (e.g., Employee, Contingent). These allow precise rule application (e.g., different approval flows by location). Options B, C, and D include fields like Role, Legal Entity, Country, or Division, which are not standard TDS criteria for Transfer rules. Option A matches the documented supported fields.

Position Synchronization in Oracle Global Human Resources Cloud allows assignments to inherit values from associated positions, streamlining workforce management by ensuring consistency between position definitions and employee assignments. The question asks for three advantages of using Position Synchronization, given that the customer has chosen Position Management for this functionality. The provided web results offer detailed insights into how Position Synchronization operates, which are leveraged here to validate the answer.

Option A: The customer can configure which assignment attributes to synchronize from the position.This is a correct answer. Position Synchronization allows customers to select specific attributes (e.g., job, department, location, manager) to synchronize from the position to the assignment. This configurability is set at the enterprise or legal entity level using tasks likeManage Enterprise HCM InformationorManage Legal Entity HCM Information. For example, a customer might choose to synchronize the job and manager but not the location, tailoring the synchronization to their needs. Oracle documentation confirms that users can specify which attributes are inherited, providing flexibility in workforce management.

Option B: For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.This is a correct answer. When Position Synchronization is enabled, changes to synchronized attributes in a position (e.g., updating a position’s department) are automatically reflected in all active assignments linked to that position. This automation reduces manual updates and ensures consistency across incumbents’ assignments. TheSynchronize Person Assignments from Positionprocess may be required for retroactive changes, but for active assignments, updates are typically automatic for synchronized attributes. Oracle documentation highlights that synchronized attributes inherit changes, streamlining maintenance.

Option C: Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.This is a correct answer. To maintain data integrity, synchronized attributes in an assignment are displayed as read-only, preventing manual edits at the assignment level unless override is explicitly allowed. For instance, if the manager attribute is synchronized, the assignment’s manager field cannot be changed directly, ensuring the position remains the single source of truth. Oracle documentation notes that this read-only behavior enforces consistency, though overrides can be configured if needed.

Option D: If you use Position Synchronization, Manager Self Service cannot be used.This option is incorrect. There is no restriction in Oracle HCM Cloud preventing the use ofManager Self Servicewhen Position Synchronization is enabled. Manager Self Service allows managers to perform actions like viewing team details or initiating transactions, and these functions are compatible with Position Synchronization. Oracle documentation does not mention any such limitation, and Position Synchronization operates independently of self-service capabilities, making this option invalid.

Why these three advantages?The advantages inA,B, andCdirectly align with the benefits of Position Synchronization:configurability(choosing attributes),automation(automatic updates), anddata integrity(read-only attributes). These features reduce administrative effort, ensure consistency, and maintain a single source of truth, which are critical for effective workforce management. OptionDis a false statement, as Position Synchronization does not restrict Manager Self Service.

References

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Position Synchronization: “You can select attributes to synchronize, and synchronized attributes are inherited automatically by assignments. Synchronized fields are read-only unless overrides are allowed.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Position Management: “Changes to positions are reflected in assignments for synchronized attributes, ensuring consistency.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Workforce Structures Enhancements: “Position Synchronization improvements for attribute management.” ==================

Full Detailed in Depth Explanation:

In the Functional Setup Manager (FSM) under the Workforce Deployment functional area, Oracle HCM Cloud provides flexibility in configuration. The objects (e.g., Departments, Locations, Positions) listed on the page are not strictly required to be configured in the order they appear. While Oracle recommends a logical sequence (e.g., defining Departments before Positions), the system does not enforce this as a mandatory requirement. Implementers can adjust the order based on their implementation needs, as long as dependencies (e.g., a Position requiring a Department) are satisfied. The "Implementing Workforce Deployment" section of the Oracle documentation confirms this flexibility, stating that configuration order can vary depending on organizational requirements. Thus, the correct answer isA.

Full Detailed in Depth Explanation:

Oracle HCM Cloud uses a matching algorithm to identify duplicate person records during processes like hiring or candidate application, even across different legal employers within the same enterprise. This is critical to avoid creating duplicate records when a person reapplies with a changed national identifier.

Option B ("The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same") is correct. The system employs a configurable person-matching rule that typically uses a combination of key attributes—first name, last name (or initial), and date of birth—to determine if a record already exists. This rule is designed to handle cases where the national identifier changes, as it does not rely solely on that field. The "Implementing Global Human Resources" guide confirms this matching logic, noting that the system checks these attributes to prevent duplication.

Option A ("Because the national identifier has changed, the system cannot identify the matching record") is incorrect because the matching process does not depend solely on the national identifier.

Option C ("The application searches for the availability of date of birth and middle name to identify the matching record") is incorrect because middle name is not a standard required attribute in the default matching rule.

Option D ("The application cannot identify the matching record and there will be two person records available for further processing") is incorrect because the system is designed to detect matches and avoid duplicate records when possible.

The question asks from which Redwood page the existing HCM Position Hierarchy can be accessed. Position Hierarchies in Oracle HCM Cloud define relationships between positions (e.g., reporting structures), and Redwood pages provide enhanced interfaces for workforce management tasks.

Option A: Redwood Locations pageThis option is incorrect. TheRedwood Locationspage manages location records (e.g., office addresses), not position hierarchies. Oracle documentation does not indicate any functionality for accessing position hierarchies from this page, as locations and positions serve distinct purposes in workforce structures.

Option B: Redwood Person Spotlight pageThis option is incorrect. TheRedwood Person Spotlightpage focuses on person searches and quick actions (e.g., viewing employee details). While it may display an employee’s position, it does not provide access to the full position hierarchy structure, which is a separate configuration, making this option invalid.

Option C: Redwood Positions read-only pageThis is the correct answer. TheRedwood Positions read-only page(introduced in 24C) allows users to view position details and access related configurations, including the existing HCM Position Hierarchy. Oracle’s release notes confirm that this page includes functionality to open and view position hierarchies, enabling users to navigate reporting relationships and position structures directly from the Redwood interface.

Option D: Redwood Jobs pageThis option is incorrect. TheRedwood Jobspage manages job definitions (e.g., job codes, families), not position hierarchies. While jobs are linked to positions, the position hierarchy is a distinct structure managed separately, and Oracle documentation does not support accessing hierarchies from the Jobs page.

Why this answer?TheRedwood Positions read-only pageis designed for position management tasks, including accessing hierarchies, aligning with Oracle’s Redwood enhancements for workforce structures. Other pages focus on unrelated entities (locations, persons, jobs), makingCthe correct choice.

References

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Redwood Positions Page: “The Redwood Positions read-only page now allows opening the existing HCM Position Hierarchy.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Position Management: “Position hierarchies can be viewed and managed from position-related pages.”

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Position Hierarchies: “Describes how to access and configure position relationships.

The customer requires job codes to be autogenerated during the job creation task in Oracle Global Human Resources Cloud. Job codes uniquely identify jobs (e.g., “ENG001” for an Engineer role) and are typically entered manually or configured with specific rules. The question asks how to achieve autogeneration of job codes as an implementation consultant.

Option A: On the Enterprise HCM Information task, select either of the Automatic options in the Job Code Generation Method field.This option is incorrect. TheEnterprise HCM Informationtask is used to configure enterprise-level settings, such as name, location, and employment model defaults, but Oracle documentation does not list aJob Code Generation Methodfield or any automatic options for job code generation within this task. While other codes (e.g., person numbers or position codes) can be autogenerated in specific tasks, job codes are not supported for autogeneration at the enterprise level, making this option invalid.

Option B: On the Job task, as you create a Job, select Automatic Upon Final Save in the Job Code Generation Method field.This option is incorrect. In theManage Jobstask, when creating a job, fields likeJob Code,Name,Family, andSetare available, but there is noJob Code Generation Methodfield or anAutomatic Upon Final Saveoption. Oracle requires users to manually enter job codes or use predefined values, and no standard functionality supports automatic job code generation during job creation, as confirmed by documentation.

Option C: This configuration option is not currently available; an enhancement request needs to be submitted to Oracle.This is the correct answer. Oracle Global Human Resources Cloud does not currently offer a built-in feature to autogenerate job codes during job creation. Job codes must bemanually specified in theManage Jobstask or imported via HCM Data Loader with predefined values. For example, creating a job like “Software Engineer” requires entering a code like “SE001” manually. If the customer requires autogeneration (e.g., sequential codes like JOB001, JOB002), this would necessitate custom development or a product enhancement. Oracle’s Idea Lab or support portal allows customers to submit enhancement requests for new features, making this the appropriate solution.

Why this answer?Oracle’s job management functionality is robust but lacks native support for autogenerating job codes, unlike other entities (e.g., person numbers or requisition numbers). The absence of this feature in theManage Jobs,Enterprise HCM Information, or related tasks, as per 24C and 25A documentation, confirms that an enhancement request is the only path to meet the customer’s need.

References

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Manage Jobs: “You create jobs using the Manage Jobs task. Specify a job code, name, and other attributes manually.”

Section: Enterprise HCM Information: “Configure enterprise settings, but no options exist for job code generation.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Job Creation: “Job codes are unique identifiers for jobs and must be provided during job creation.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Workforce Structures: “No mention of job code autogeneration; focus on job attributes and Redwood UI.”

Oracle Support Portal, Document ID: docs.oracle.com

Section: Enhancement Requests: “Customers can submit enhancement requests via My Oracle Support or Idea Lab for missing functionality.”

In Oracle Global Human Resources Cloud, employment models define how work relationships, assignments, and contracts are structured for employees to meet organizational and regulatory requirements. The scenario indicates that the customer operates in a country requiring contract information for employees, implying that the system must support the tracking of employment contracts. Oracle provides several employment models, includingSingle Assignment,Single Assignment with Contract,Multiple Assignments, andMultiple Contract - Single Assignment, among others. The task is to identify which two models explicitly support contract information.

Option A: Contract assignmentThere is no employment model in Oracle Global Human Resources Cloud explicitly namedContract assignment. Oracle documentation defines employment models such asSingle Assignment,Single Assignment with Contract, andMultiple Contract - Single Assignment, butContract assignmentis not a recognized term or model. It may be confused with contract-related configurations, but it does not exist as a distinct model. Therefore, this option is incorrect.

Option B: Single assignment with contractsThis is a valid employment model and a correct answer. TheSingle Assignment with Contractmodel is designed for scenarios where an employee has one work relationship, one assignment, and one or more employment contracts associated with that assignment. This model supports countries that mandate contract information, such as start and end dates, contract types (e.g., fixed-term or permanent), and other contractual terms. The model allows the enterprise to track contract details in the Employment Terms section, ensuring compliance with local regulations. For example, an employee might have a single assignment as a "Consultant" with multiple fixed-term contracts linked to it, each with distinct terms. This model is ideal for the customer’s requirement to track contract information.

Option C: Multiple assignmentsTheMultiple Assignmentsmodel allows an employee to have one work relationship with multiple assignments, each representing different roles or jobs within the organization (e.g., an employee working as both a "Teacher" and an "Administrator"). While this model supports flexibility in managing multiple roles, Oracle documentation does not indicate that it inherently includes contract information as a mandatory component. Contracts can be associated with assignments in other models (e.g.,Single Assignment with Contract), but theMultiple Assignmentsmodel focuses on assignment multiplicity rather than contract tracking. Since the customer’s requirement emphasizes contract information, this model is not the best fit and is incorrect.

Option D: Multiple contract - Single assignmentThis is a valid employment model and a correct answer. TheMultiple Contract - Single Assignmentmodel is specifically designed for scenarios where an employee has one work relationship, one assignment, and multiple contracts linked to that assignment, with each contract potentially having different terms or conditions. This model is used in countries where regulatory requirements mandate tracking multiple contracts for a single role, such as in cases of temporary or project-based contracts. For example, an employee in a single assignment as a "Developer" might have multiple contracts for different projects, each with unique durations or clauses. This model directly supports the customer’s need to track contract information and is appropriate for the scenario.

Why these two models?BothSingle Assignment with ContractandMultiple Contract - Single Assignmentexplicitly support the tracking of contract information, which is the core requirement of the scenario. TheSingle Assignment with Contractmodel is suitable when an employee typically has one primary contract (or a sequence of contracts) tied to their assignment, while theMultiple Contract - Single Assignmentmodel is used when multiple concurrent or sequential contracts are needed for regulatory compliance. These models allow the customer to capture contract details like type, duration, and terms, ensuring adherence to local laws. The other options (Contract assignmentandMultiple Assignments) do not align with Oracle’s predefined models or the requirement for contract information.

References

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Employment Models: “Oracle Fusion HCM provides these employment models: single assignment, single assignment with contract, multiple assignments, multiple assignments with contract, multiple contract - single assignment. You select an employment model when you create a legislative data group.”

Section: Single Assignment with Contract: “Use this model to manage employees who have one assignment and one or more contracts in a single work relationship.”

Section: Multiple Contract - Single Assignment: “Use this model for employees who have multiple contracts associated with a single assignment in a single work relationship.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Employment Contracts: “Some countries require that you record contract information for employees. You can associate one or more contracts with an employee assignment when using the single assignment with contract or multiple contract - single assignment employment models.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Employment Model Enhancements: “Continued support for contract-based employment models to meet global regulatory requirements.”

Comprehensive and Detailed Explanation From Exact Extract:

In Oracle Global Human Resources Cloud, checklist templates are used to automate tasks, such as offboarding journeys, for employees based on specific events like termination. The scenario describes a situation where an HR specialist created a checklist template categorized as "Offboarding" with the action "Termination," but no offboarding journey or checklist is assigned to a retired employee after their work relationship is terminated. The Manage Allocated Checklist section, accessible via the Journeys or Checklist Tasks work areas, displays checklists assigned to employees. The absence of the checklist indicates a mismatch or configuration issue in the template’s setup.

Option A: Action Type was not defined for the checklist.

This option is incorrect. In Oracle HCM Cloud, the Action Type is a higher-level classification (e.g., Hire, Termination) that groups actions, but checklist templates are associated with specific Actions (e.g., Termination, Retirement) rather than requiring a separate Action Type definition. The scenario specifies that the checklist includes the action "Termination," implying the action is defined. Oracle documentation does not mandate a distinct Action Type field for checklist templates to trigger allocation, making this option irrelevant.

Extract: “When you create a checklist template, you associate it with an action, such as Hire or Terminate, to trigger the checklist for specific events.” (OracleOracle Global Human Resources Cloud: Using Global Human Resources, Section: Checklist Templates).

Option B: Action Reasons were not defined in the checklist.

This option is incorrect. Action Reasons (e.g., Retirement, Resignation) provide additional context for an action and can be used to filter checklist allocation, but they are not mandatory for checklist assignment. If no action reasons are specified in the checklist template, the checklist should still be allocated based on the action (e.g., Termination) unless specific reasons are configured to restrict it. The scenario does not indicate that the checklist requires specific action reasons, and the lack of an assigned checklist suggests a broader issue with the action itself, not the absence of reasons.

Extract: “You can optionally specify action reasons to filter when a checklist is allocated, but this is not required for the checklist to trigger.” (Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Configuring Checklists).

Option C: The Action associated with the checklist does not match the Action selected during the termination process.

This is the correct answer. In Oracle HCM Cloud, checklist templates are triggered based on the Action selected during an employee’s transaction, such as termination. The scenario states the checklist is associated with the action "Termination," but the employee’s work relationship is terminated due to retirement. In Oracle, Retirement is a distinct action (with a lookup code like RETIREMENT) separate from Termination (e.g., VOLUNTARY_TERMINATION). If the HR specialist selected Retirement as the action during the termination process, but the checklist is configured for Termination, the checklist will not be allocated, as the actions do not match. This explains why no offboarding journey or checklist appears in the Manage Allocated Checklist section for the retired employee.

Extract: “The checklist is allocated to a person when the action specified in the checklist template matches the action performed in the transaction. For example, a checklist for Termination won’t trigger if the action is Retirement.” (Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Checklist Allocation).

Additionally, the 24C What’s New documentation clarifies: “Ensure the checklist action aligns with the transaction action to avoid allocation issues.” (Oracle Fusion Cloud Human Resources 24C What’s New, Section: Journeys and Checklists).

Option D: The checklist template is not enabled for automatic allocation.

This option is incorrect. Checklist templates in Oracle HCM Cloud are enabled for allocation by default when created, provided they are Active and associated with an action. The scenario does not indicate that the template is inactive or disabled for allocation, and the issue is specifically tied to the retirement event not triggering the checklist. If automatic allocation were disabled, the template would not function for any termination actions, but the question focuses on the retirement case, pointing to an action mismatch.

Extract: “Checklist templates are active for allocation unless explicitly disabled or set to inactive status.” (Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Checklist Template Setup).

Why this answer?

The key issue is that the employee’s termination was processed with the Retirement action, which does not match the Termination action configured in the checklist template. Oracle’s checklist allocation logic requires an exact match between the transaction action and the checklist’s action, as documented. This mismatch prevents the offboarding journey from being assigned, making C the correct answer. The other options either misalign with Oracle’s functionality or do not directly address the retirement-specific issue.

References

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Checklist Templates: Details on associating actions with checklists.

Section: Checklist Allocation: Explains how actions trigger checklist assignments.

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Configuring Checklists: Describes action and action reason configurations.

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Journeys and Checklists: Notes on action alignment for checklist triggers.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, position hierarchies define reporting structures, and the Delegate Position attribute allows redirection of reporting lines when a parent position is vacant. The synchronization process ensures these changes reflect in person assignments.

Option A: This omits the condition that the parent position must be vacant, which is critical to trigger the delegate reassignment. It’s incomplete.

Option B: Using "Position Trees" is incorrect; Oracle uses the "HCM Position Hierarchy" for line manager synchronization, not generic position trees, which are not a standard synchronization mechanism in this context.

Option C: This is correct:

The parent position is vacant (trigger condition).

A Delegate Position attribute is specified (e.g., via the Manage Positions task) to redirect child position incumbents.

Line manager synchronization is based on the HCM Position Hierarchy (configured in Manage Enterprise HCM Information).

The "Synchronize Person Assignments from Position" ESS process updates assignments to reflect the delegate position.This aligns with Oracle’s position management functionality.

Option D: Like B, it incorrectly references "Position Trees" instead of the HCM Position Hierarchy, making it invalid.

The correct answer isC, as detailed in "Implementing Global Human Resources" under Position Management.

Full Detailed in Depth Explanation:

The Performance Rating Model in Oracle HCM Cloud defines how performance is rated (e.g., scale, descriptions). The "Review Points" tab within "Manage Ratings Model" is specific to certain modules.

Option B ("Performance Management") is correct. The Review Points tab is used exclusively in Oracle Performance Management to assign points to ratings, which are then used in performance evaluations to calculate scores or rankings. This is detailed in the "Implementing Performance Management" guide, distinguishing it from other HCM products like Talent Review (focuses on calibration), Compensation Management (salary adjustments), or Goal Management (goal tracking), which do not utilize review points in this manner.

Full Detailed in Depth Explanation:

The Global Transfer feature in Oracle HCM Cloud facilitates moving an employee between legal employers within the same enterprise, such as from France Subsidiary to US Subsidiary.

Option C ("The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated"): True. During a Global Transfer, the HR representative can choose which assignments to terminate or retain, overriding defaults, as explained in the "Using Global Human Resources" guide.

Option D ("The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default"): True. By default, the source work relationship’s assignments are terminated and marked Inactive - Payroll Eligible, preserving payroll history, per standard Oracle behavior.

Option E ("A new work relationship in the destination legal employer is created automatically"): True. A Global Transfer automatically creates a new work relationship in the destination legal employer, effective from the transfer date.

Option A ("A new work relationship in the destination legal employer is not created automatically"): False. This contradicts the automated nature of Global Transfer.

Option B ("The Human Resources Representative cannot override the default changes"): False. Overrides are allowed, as noted in Option C.

To create a legal address for a legal entity in Oracle Global Human Resources Cloud, you need to use theManage Legal Addressestask within the Setup and Maintenance work area. The task involves entering the provided address details (900 Main St, Dearborn Heights, Wayne, Michigan 48127) and ensuring the address is validated and associated with the legal entity. Below is a step-by-step solution, including detailed explanations and references to Oracle documentation, to accomplish this task.

Step-by-Step Solution

Step 1: Log in to Oracle Fusion Applications

Action: Log in to Oracle Fusion Applications with a user account that has the necessary privileges, such as theHCM Application AdministratororSetup Userrole. These roles typically include permissions to access the Setup and Maintenance work area.

Explanation: The Setup and Maintenance work area is where configuration tasks, including managing legal addresses, are performed. Proper access ensures you can navigate to the required tasks without restrictions.

Full Detailed in Depth Explanation:

In Oracle HCM Cloud, the work structure consists of various organization types (e.g., Enterprise, Legal Entity, Business Unit, Department, Division) that serve different purposes. The requirement here is to identify the organization type where work timings, standard working hours, organization manager, and cost center information can be maintained.

Option A ("Department") is correct. Departments in Oracle HCM Cloud are operational units within the work structure where detailed workforce management information, such as work timings (e.g., shift schedules), standard working hours, organization manager (e.g., department manager), and cost center details, can be defined. The "Manage Departments" task allows administrators to configure these attributes, making Department the appropriate organization type for this data. This is supported by the "Implementing Global Human Resources" guide, which details how departments support operational HR data.

Option B ("Business Unit") is higher-level and used for segregating HR and financial data, but it does not typically hold detailed work timings or manager assignments.

Option C ("Enterprise") defines the overarching structure and does not manage operational details like work hours or cost centers.

Option D ("Legal Entity") represents legal employers and focuses on compliance and payroll, not detailed work schedules.

Option E ("Division") is a higher-level grouping for reporting and does not capture thesespecific attributes.

Option F ("Reporting Establishment") is used for regulatory reporting and not for operational HR data like work timings.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, transferring a worker between legal employers requires an appropriate action linked to an action type, managed via "Manage Actions."

Option A: Incorrect. You cannot create new action types; they are seeded (e.g., Transfer, Hire). Only actions can be created under existing types.

Option B: Correct. Create a new action "Legal Employer Transfer" and associate it with the seeded "Global Transfer" action type, which supports cross-legal-employer movements while retaining the person record.

Option C: Incorrect. Modifying the delivered "Transfer" action risks affecting its standard behavior; a new action is cleaner.

Option D: Incorrect. There is no seeded "Legal Entity Transfer" action type; "Global Transfer" is the appropriate type.

The correct answer is B, per "Implementing Global Human Resources" on employment actions.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, the Person Name Format configuration within the "Manage Workforce Information" task allows customization of how names are displayed across the application. This is distinct from defining name fields or their required status, which is handled elsewhere (e.g., via flexfields or page composer).

Option A: You can configure the display format of a worker’s name (e.g., "First Last" or "Last, First") at the top of employee-level pages, such as the Employment Info page. This is a key feature of the Person Name Format task, making it correct.

Option B: The name fields shown in the Person Details section during hiring are predefinedby the system or customized via page composer/flexfields, not directly through the Person Name Format task, which focuses on display format rather than field visibility.

Option C: The format of a worker’s name in search results (e.g., Directory or Person Search) can be configured here, allowing consistency in name presentation across the application. This is a supported feature, making it correct.

Option D: Defining required name fields (e.g., First Name as mandatory) is managed through the Person Details setup or flexfield configuration, not the Person Name Format task, which is about display rather than data entry rules.

The correct answers areAandC, as confirmed in "Implementing Global Human Resources" under Workforce Information setup.

This task requires creating a reference data set in Oracle Global Human Resources Cloud to associate departments, jobs, locations, and grades for a newly acquired company’s technology group. The reference data set must have aCodeofXTECHand aSet NameofX Tech. Below is a verified, step-by-step solution based on Oracle’s official documentation, ensuring accuracy and compliance with the system’s functionality as of the latest releases

Step-by-Step Solution

Step 1: Log in to Oracle Fusion Applications

Action: Log in to Oracle Fusion Applications using a user account with privileges such asApplication Implementation ConsultantorHCM Application Administrator. These roles grant access to the Setup and Maintenance work area.

Explanation: TheSetup and Maintenancework area is the central hub for configuration tasks, including managing reference data sets. The user must havepermissions to access theWorkforce StructuresorReference Data Setsfunctional area and theManage Reference Data Setstask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Reference Data Setduty role).

Verification: Oracle documentation confirms that setup tasks require specific security roles, and theManage Reference Data Setstask is restricted to authorized users.

The Redwood Grade Rates page in Oracle Global Human Resources Cloud has been enhanced to improve usability, particularly in searching and filtering grade rate data. The question asks for the new feature added to enhance search and filtering capabilities. Oracle’s 24C release noteshighlight specific improvements to the Redwood interface for grade rates, focusing on streamlined data retrieval.

Option A: Capability to search and filter grade rate values by name, code, and set

This is the correct answer. According to Oracle’s 24C release notes, the Redwood Grade Rates page now includes advanced search and filtering capabilities, allowing users to search and filter grade rates by attributes such as name, code, and set. This enhancement enables HR specialists to quickly locate specific grade rates, for example, filtering by a grade rate name like “Salary Grade 1” or a set code tied to a legislative data group. The feature improves efficiency in managing compensation data, especially in organizations with extensive grade structures, and is explicitly documented as a new Redwood functionality.

Option B: Option to add custom columns to the grade rate table

This option is incorrect. Oracle documentation, including 24C and 25A release notes, does not mention the ability to add custom columns to the grade rate table as a new feature on the Redwood Grade Rates page. While Oracle supports flexfields for customization in other areas, there is no evidence that this specific capability was introduced for grade rates. The focus of Redwood enhancements is on search, filtering, and UI improvements, not custom column additions.

Option C: A function to compare grade rates across different locations

This option is incorrect. There is no documented feature in the 24C or 25A releases that enables comparing grade rates across different locations on the Redwood Grade Rates page. While Oracle HCM Cloud supports location-based configurations (e.g., for payroll or local regulations), the Redwood Grade Rates page enhancements center on search and filter improvements, not comparative analysis across locations. This functionality would require custom reporting or analytics, not a standard page feature.

Why this feature?

The capability to search and filter by name, code, and set directly addresses the need for enhanced search and filtering, making it easier to manage grade rates in a user-friendly Redwood interface. This aligns with Oracle’s focus on improving data accessibility and usability in the 24C release.

References

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Redwood Experience for Grade Rates Page: “You can now easily search and filter grade rate values by name, code, and set on the Grade Rates page.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Grade Rates Management: “Describes how grade rates are managed, including searching and filtering capabilities.”

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Grade Rates Configuration: “Details on configuring and accessing grade rates, including set-based assignments.”

Full Detailed In-Depth Explanation:

Per the "Managing Workforce Structures" guide:

Option A: True. Grades defined for a Job default to the Position when created.

Option B: False. Jobs are Set-enabled, but Positions are tied to business units, not shared by Sets.

Option C: True. Jobs are shared across Sets; Positions are specific to Business Units.

Full Detailed In-Depth Explanation:

Guided Journeys in Oracle Global Human Resources Cloud are interactive processes designed to assist users in completing tasks or milestones. The "Using Journeys" guide specifies that Guided Journeys are primarily accessed and displayed via the "Journeys" tile on the employee’s home page or navigation menu. This tile serves as the entry point for users to view and interact with assigned or available journeys, such as onboarding or career development tasks. Option A (page/section headers) relates more to Contextual Journeys, not Guided ones. Option B (72pt. flashing font) is fictional and not a feature of Oracle HCM. Option C (Quick Action) is a separate feature for initiating transactions, not specifically tied to Guided Journeys. Therefore, Option D is the correct answer.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, promotion approvals are configured via BPM Worklistusing Approval Groups. The requirement for a static, sequential group of three users with failover to the next approver requires specific settings.

Option A: Incorrect. Default behavior does not auto-approve if an approver is unavailable unless explicitly configured (e.g., via timeout rules).

Option B: "Allow empty groups" as True skips the group if no approvers are available, which could bypass the sequence, not continue it.

Option C: Incorrect. The system doesn’t fail if approvers are absent; it depends on configuration.

Option D: Correct. Setting "Allow empty groups" to False ensures the approval group (with three static users) is mandatory, and sequential routing continues to the next available approver if one is unavailable (e.g., via vacation rules or reassignment).

Option E: Flexfields don’t control approval routing; they’re for data capture, not process flow.

The correct answer isD, as per "Using Global Human Resources" on approval setup.

This task requires creating a business unit in Oracle Global Human Resources Cloud for the technician group of a newly acquired company. The business unit must have aCodeofX Tech Business Unitand aDefault SetofCOMMON. Below is a verified, step-by-step solution based on Oracle’s official documentation, ensuring accuracy and compliance with the system’s functionality as of the latest releases

Step-by-Step Solution

Step 1: Log in to Oracle Fusion Applications

Action: Log in to Oracle Fusion Applications using a user account with privileges such asApplication Implementation ConsultantorHCM Application Administrator. These roles grant access to the Setup and Maintenance work area.

Explanation: TheSetup and Maintenancework area is the central hub for configuration tasks, including managing business units. The user must have permissions to access theWorkforce Structuresfunctional area and theManage Business Unittask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Business Unitduty role).

Verification: Oracle documentation confirms that setup tasks require specific security roles, and theManage Business Unittask is restricted to authorized users.

In Oracle Global Human Resources Cloud, an employee’s work time availability is determined by applying a work schedule to their assignment. The application follows a specific hierarchy to select the appropriate schedule when multiple sources are available. The question asks for the order in which the system searches for an employee’s schedule.

Hierarchy Explanation: Oracle HCM Cloud uses a predefined order to determine which schedule applies to an employee’s assignment:

Published schedules: These are specific schedules assigned to an employee, often created and published via Oracle Time and Labor or Workforce Management. They take precedence because they are explicitly assigned and tailored to the employee.

Employment work week: Defined at the assignment level, this specifies the employee’s typical work week (e.g., Monday–Friday, 40 hours). It is used if no published schedule exists.

Primary work schedule: Configured at the enterprise or legal entity level, this is a default schedule applied to employees if no assignment-specific work week is defined.

Standard working hours: Set at the enterprise level (viaEnterprise HCM Information), these are the broadest default, used when no other schedules are defined (e.g., 9 AM–5 PM daily).

Option A: Standard working hours, Primary work schedule, Employment work week, then Published schedulesThis option is incorrect because it reverses the hierarchy. Standard working hours are the last resort, not the first, and published schedules have the highest priority, not the lowest. Oracle documentation clearly prioritizes specific assignments over defaults.

Option B: Employment work week, Published schedules, Primary work schedule, then Standard working hoursThis option is incorrect because it placesEmployment work weekbeforePublished schedules. Published schedules are checked first due to their specificity, followed by the employment work week if no published schedule exists.

Option C: Published schedules, Employment work week, Primary work schedule, then Standard working hoursThis is the correct answer. Oracle HCM Cloud follows this exact order to determine an employee’s schedule:

Published schedulesare checked first, as they are explicitly assigned (e.g., via a manager’s action in Time and Labor).

If none exist, theEmployment work weekfrom the assignment is used.

If no work week is defined, thePrimary work schedule(set at a higher level, like legal entity) applies.

Finally,Standard working hoursare used as the fallback if no other schedules are found.This hierarchy ensures the most specific and relevant schedule is applied, aligning with Oracle’s design for flexibility and compliance.

Why this order?The order reflects Oracle’s logic of prioritizing employee-specific configurations (published schedules) over assignment-level settings (employment work week), then falling back to broader defaults (primary work schedule and standard working hours). This ensures accurate availability tracking for payroll, time management, and compliance.

References

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Work Schedules: “The application selects schedules in this order: published schedules, employment work week, primary work schedule, standard working hours.”

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Configuring Work Schedules: “Describes the hierarchy for applying schedules to assignments.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Time and Labor Enhancements: “Clarifications on schedule hierarchy for employee availability.”

Full Detailed in Depth Explanation:

Actions and Action Reasons in Oracle HCM Cloud categorize and explain employment events (e.g., hires, terminations), supporting tracking and analytics.

Option A ("Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary"): True. Oracle Workforce Predictions leverages Actions (e.g., Termination) and Action Reasons (e.g., Resignation vs. Layoff) to classify terminations, as detailed in the "Using Workforce Predictions" guide.

Option B ("The history of effective date changes can be tracked well by using the Actions framework"): True. The Actions framework logs changes (e.g., promotions, transfers) with effective dates, providing a clear audit trail, per the "Implementing Global Human Resources" guide.

Option C ("It is mandatory to associate Actions with Action Reasons"): False. Action Reasons are optional; an Action (e.g., Termination) can be recorded without a reason.

Option D ("There is always a one-to-one relationship between Action Type and Action"): False. Action Types (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination).

Full Detailed In-Depth Explanation:

To track voluntary terminations in Oracle Global Human Resources Cloud, the "Managing Workforce Records" guide advises:

Create a new action reason: Define a specific reason (e.g., "Voluntary Resignation").

Associate it with a new or existing action: Link it to an existing Action (e.g., "Termination") or create a new one (e.g., "Voluntary Termination").

Full Detailed In-Depth Explanation:

Actions in Oracle Global Human Resources Cloud allow tracking and processing of employment changes, linked to Action Types for categorization.

Option A: While actions are accessible via Smart Navigator and security controls visibility, this statement is not the most direct answer to the question’s focus on creating and associating actions.

Option B: Incorrect. Multiple actions can be associated with a single Action Type (e.g., Voluntary and Involuntary under Termination).

Option C: Incorrect. An action reason is optional, not mandatory, depending on configuration and business rules.

Option D: Correct. Users can create custom (user-defined) actions (e.g., "Special Project Assignment") and link them to predefined Action Types (e.g., Assignment Change), enabling tailored tracking of changes.

The correct answer isD, aligning with the flexibility described in "Implementing Global Human Resources" for action customization.

In Oracle Global Human Resources Cloud, lookup types are used to define lists of values (lookup codes) for fields, such as drop-down menus or selection lists. The question indicates that a consultant cannot add a lookup code to an existing lookup type, and we need to identify the reason. Lookup types have a configuration level that determines their modifiability:System,Extensible, orUser.

Option A: The lookup type has been defined as Read Only.This option is incorrect because Oracle HCM Cloud does not use aRead Onlydesignation for lookup types. Instead, modifiability is controlled by theConfiguration Level(System, Extensible, or User). ASystemlookup type is non-editable, anExtensiblelookup type allows adding new codes but not modifying predefined ones, and aUserlookup type is fully editable. The termRead Onlymay be confused withSystemlookup types, but it is not a standard term in Oracle documentation for this context, making this option invalid.

Option B: The configuration level of lookup type is set as System.This is the correct answer. Lookup types with aSystemconfiguration level are predefined by Oracle and cannot be modified by users, including adding, editing, or deleting lookup codes. For example, a lookup type likePER_PERSON_TYPE(for person types) is set asSystem, preventing consultants from adding new codes to maintain system integrity. If the consultant is trying to modify such a lookup type, they will be unable to add a lookup code, as the system restricts changes. Oracle documentation confirms thatSystemlookup types are locked for modifications, making this the most likely reason.

Option C: The configuration level of lookup type is set as User.This option is incorrect. A lookup type with aUserconfiguration level is fully editable, allowing users to add, edit, or delete lookup codes as needed. For instance, a custom lookup type created for department categories would typically beUserlevel, enabling the consultant to add new codes freely. Since the consultant cannot add a lookup code, aUserconfiguration level does not explain the issue.

Why this reason?The inability to add a lookup code points to a restriction on the lookup type’s modifiability. TheSystemconfiguration level explicitly prevents changes to ensure consistency across the application, aligning with Oracle’s design for predefined lookup types. NeitherRead OnlynorUseraccurately describes the restriction, asRead Onlyis not a valid term, andUserallows modifications.

References

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Lookups: “System lookup types are predefined and can’t be modified. Extensible lookup types let you add new lookup codes, but you can’t modify predefined codes. User lookup types are fully editable.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Manage Lookups: “You manage lookups using the Manage Common Lookups task. The configuration level determines whether you can add or modify lookup codes.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Configuration Enhancements: “Clarifications on lookup type management and restrictions.”

Full Detailed In-Depth Explanation:

The Global Search in Oracle HCM Cloud relies on the "Update Person Search Keyword" process, which maintains a keyword index for person records. This process updates the index with the latest effective-dated attributes (e.g., job) as of the process run date, not historical data tied to specific effective dates. In this case, the employee’s job changed from "Recruiter" (effective 01-Jan-2023) to "Consultant" (effective 01-Feb-2023). By 01-Mar-2023, when the HR specialist searches, the keyword index reflects the latest job ("Consultant") because the process overwrites prior values with the most recent effective-dated record. Thus, searching for "Recruiter" with an effective date of 31-Jan-2023 fails because the historical job isn’t preserved in the index—only "Consultant" is searchable.

Option A is incorrect because Job attributes are supported in searches. Options B and D (process failures) lack evidence and don’t explain the behavior. Option C is misleading—effective dates aren’t associated in the index; they’re overwritten. Option E is wrong because date-effective searches are supported, but the index limits results to current data. Option F correctly identifies that the latest job ("Consultant") replaced "Recruiter" in the keyword record.

Full Detailed In-Depth Explanation:

The Action framework in Oracle Global Human Resources Cloud governs transactions like promotions. The "Managing Workforce Records" guide explains:

Action Reasons: Some are seeded (predefined by Oracle), but users can define additional custom Action Reasons to meet specific business needs (e.g., a new promotion reason like "Merit-Based"). This makes Option A correct.

Action Types: These are seeded (e.g., Promotion, Transfer) and cannot be user-defined, as they are core to the system’s structure, making Option B correct.

Actions: While seeded Actions exist, users can create custom Actions and link them to Action Types, so Option C is incorrect.

Full Detailed in Depth Explanation:

Person Number in Oracle HCM Cloud is a unique identifier for individuals, and its generation method is configured at the enterprise level via the "Manage Enterprise HCM Information" task. The behavior described—showing "Generated Automatically" with no number until the final save—indicates a specific setting.

Option C ("Person Number at the Enterprise Level is set to Automatic after final save") is correct. When configured this way, the Person Number is not assigned during data entry or review but is generated only after the transaction is fully saved. This ensures the number is allocated only when the record is committed, avoiding unused numbers if the process is abandoned. The "Implementing Global Human Resources" guide explains this option under Person Number generation settings.

Option A ("Person Number at the Enterprise Level is set to Manual") would require manual entry, not automatic generation.

Option B ("Person Number at the Enterprise Level is set to Automatic before submission") would assign the number earlier, visible during review, contradicting the scenario.

Option D ("Worker Number at the Enterprise level is set to Manual") is irrelevant, as "Worker Number" is not a standard term here; it’s Person Number.

Full Detailed In-Depth Explanation:

In Oracle HCM Cloud, Transaction Design Studio (TDS) configurations (e.g., rules for transactions like Promote or Hire) are migrated between environments using theConfiguration Set Migration tool, accessible via the Configuration > Migration work area. This tool allows you to export TDS rules as a configuration set from the test environment and import them into production, preserving customizations like field visibility or validation rules. The process involves selecting the TDS configurations, exporting them as a .zip file, and importing them into the target instance, ensuring consistency across environments.

Option A (Functional Setup Manager’s Configuration Package) is used for broader setup data (e.g., enterprise structures), not TDS-specific rules. Option C misplaces the Configuration Package under the Migration work area, which is incorrect. Option D is false—TDS changes aremigratable. Option B correctly identifies the Configuration Set Migration tool as the method, per Oracle’s migration guidelines.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, enterprise structures like LDGs, divisions, legal employers, and PSUs are configured based on legislative, operational, and payroll needs.

LDGs: One per country (UK, US, Saudi Arabia, UAE, India) due to distinct legislative requirements (e.g., labor laws, tax rules), totaling 5.

Divisions: Operationally, the company can group Saudi Arabia and UAE into one division due to their small size, alongside UK, US, and India, totaling 4 divisions.

Legal Employers: Each country typically requires a legal employer for employees (UK, US, Saudi Arabia, UAE). India’s contingent workers still require a legal employer for compliance, totaling 5.

PSUs: Payroll Statutory Units are needed for payroll processing. India’s contingent workers may not require a PSU if payroll is not processed (common for contingent workers), so 4 PSUs (UK, US, Saudi Arabia, UAE).

Option A: Incorrect; combining Saudi Arabia and UAE into one LDG ignores separate legislative needs.

Option B: Incorrect; only 2 legal employers and PSUs overlook small offices’ compliance needs.

Option C: Incorrect; 5 PSUs assume India needs payroll, which isn’t typical for contingent workers.

Option D: Correct: 5 LDGs, 4 divisions, 5 legal employers, 4 PSUs.

The correct answer isD, per "Implementing Global Human Resources" on enterprise structures.